Ask This Simple Question To Improve Clarity And Boost Employee Performance

Of the many issues leaders of all experience levels have had to address, one that continues to be a major challenge is how to be a more effective communicator. In fact, in a recent study where 1,400 study participants were asked “what is the biggest mistake leaders make when working with others?”, over 40% pointed to poor communication and listening skills.

Admittedly, one of the reasons behind this persistent trend of poor communication from those in leadership positions stems from the increasingly complex and inter-connected world that leaders are supposed to navigate, which inevitably leads to greater complexities in strategies organizations need to employ in order to achieve its long-term goals.

An unfortunate outcome of this growing complexity is the tendency for leaders to confuse effective communication with how often they pass along information to their employees, as opposed to creating opportunities for open dialogue that will not only foster greater clarity, but encourage an exchange of ideas and solutions.

Seen from this vantage point, it’s not surprising that in the same study mentioned above, over 80% of study participants stated that a leader’s inability to be an effective communicator was due to their failure to provide adequate feedback as well as listening to what others have to say.

Thankfully, there is something you can do about it and it’s employing this simple question as part of your leadership toolkit. This question will not only allow you to provide greater clarity, but it will also encourage an open dialogue with your employees, not to mention engendering a greater sense of shared ownership and accountability.

I’ve shared this question with many leaders through my leadership keynotes and workshops, and it’s always been met with much enthusiasm because of how easily it fits into those everyday interactions leaders have with their employees.

To help illustrate how this simple communication technique works, I want you to imagine one of those typical impromptu conversations you have with your employees, where they come to your office – or if they work remotely, they send you an email or text message – to tell you about a problem they’re having or an idea they have.

As an example, maybe there’s a problem with a client’s order where the wrong parts were received and now your client is facing a production delay and they’re demanding an immediate fix. Alternatively, maybe your employee has noticed a recurring problem that’s been overlooked in the past and they have an idea of how to address it and improve current workflows.

Now what typically happens in these conversations is that after your employee presents the issue, you go back and forth with them over what’s the real pain point that needs to be addressed and the best way to resolve it after which you come up with a game plan and they go off to put it into action.

But here’s where I want you to change things to help create greater clarity and encourage more dialogue with your employees. When you reach that point where there’s an understanding over what the real problem is and what you’d like your employee to do about it, ask your employee this simple question:

“Have I provided you with what you need to achieve a successful outcome?”

Again, it’s a simple question, and yet, by asking this question, there are three powerful things you’re going to accomplish that will address those common communication issues employees have with their leaders.

1. It creates greater clarity over what’s needed and what you’ll provide

First, by asking this question, you’re going to ensure greater clarity over what your employee requires to be successful in their efforts. In my first book, “Leadership Vertigo” and in some of my keynotes on leadership, I point out how leaders often confuse what they think their employees need to get the job done and what it is their employees are really asking for and need from them to succeed.

That’s why at the start of this question you’re asking your employee “have I provided you with what you need” so as to move yourself away from your own perception of what you think is needed, to making sure you understand what your employee requires from you to address the situation. In so doing, you’ll create greater clarity about not only what your employee really needs, but about what you should be providing them to address the situation.

2. It encourages active listening to hear what your employee has to say

The second powerful benefit asking this question will accomplish is addressing that other common complaint employees have regarding leaders who are poor communicators – specifically, not really listening to what your employees have to say.

By asking your employees if you’re providing them with “what you need to achieve a successful outcome”, you’re sending a clear message that you want to make sure that you’ve heard them correctly and that you’ve provided them with the insights or resources they need to be successful in their efforts.

This also has the added benefit of making sure your employees are not simply coming to you to solve their problems, but that they’re thinking for themselves. Asking this simple question put the onus on your employee to confirm that they now have what they need to get started and make some real progress on resolving this issue or exploring this idea.

This shift in mindset will not only make these conversations more collaborative, but it will instill in your employee a greater sense of shared ownership over what they do, thereby motivating them to deliver their best efforts.

3. It shows your employee that you care about what they do

And speaking of motivating your employees to deliver their best efforts, the third powerful benefit this simple communication technique creates is that it shows your employees that you care.

There’s a saying that people love to share on social media, a saying that is often attributed to Maya Angelou – “People won’t remember what you said, but they will always remember how you made them feel.”

And this is exactly what this question taps into. It tells your employees – ‘I don’t want you to simply do your work. I want you to do your best work. But for that to happen, I need to make sure I’m providing you with what you need to do just that.’

This question forces you to move out of that state of constant busyness and distraction to being present, to making sure you are providing your employee with what they need to not just succeed, but thrive. It tells your employee that you care about what they do because their contributions matter.

Ultimately, what leaders need to communicate is not only an understanding of their employees’ realities, but a willingness to provide them with what they need to succeed because they care [Share on Twitter].

By asking this simple question – have I provided you with what you need to achieve a successful outcome? – you will not only encourage greater clarity over what needs to be done, but you will also foster a greater sense of employee ownership, as well as communicating to your employees that you care about their success.